DgC Learning & Development Strategy and Plan 2024/25

DgC Learning & Development Strategy and Plan

2024/2025

Our Vision: Commercial expertise at the heart of sustainable business delivery.

Defra has an ongoing ambition to build expert capability for commercial professionals by:

 Enabling staff to obtain commercial qualifications;

 Providing opportunities for professional development; and

 Enhancing commercial and business acumen and experience for effective delivery across the commercial lifecycle.

This document outlines the principles behind the DgC Learning and Development plan for FY2024/25

Creating a Learning Culture in DgC

 Learning is critical to our continued professional development.

 Learning helps us stay in touch with new ideas and ways of thinking; supports our career aspirations; and enhances how we work with stakeholders.

 Our learning culture is a manifestation of the wider culture in DgC.

 Our learning culture is led from the top, it is a demonstration and a commitment to investing in our existing talent.

 Our learning culture fosters a growth mindset which recognises that people cannot grow without making mistakes. We recognise mistakes are an important part of learning.

 Line managers of all levels, as well as senior leaders, are key as coaches to help facilitate a high-performance culture within DgC.

Principles behind the Strategy

 We have adopted a 70/20/10 model to our approach to L&D.

 70% of learning and development will be “on the job” with support from your colleagues and line manager.

 20% of learning will come from time spent learning from others through coaching or mentoring, work shadowing, Action Learning Sets, or belonging to a staff forum or group such as the Culture and Wellbeing Group.

 10% of learning will come from formal training, either online or face to face depending on the delivery model.

 We acknowledge that everyone learns differently and has different learning preferences. Some people like to learn alone, others prefer to learn in a group.

 We hope the strategy offers something for everyone in the plan, line managers will agree your individual plan based on your needs.

Professional Bodies, Accreditations and Qualifications

Professional Bodies, Accreditations and Qualifications

DgC recognise a number of professional bodies and accreditations and provide time off for training, study and exams:

 The GCO Contract Management Capability Programme (CMCP).

 The Chartered Institute of Procurement & Supply (CIPS)

 The Government Commercial Organisation (GCO) Assessment and Development Centre (ADC);

 The World Commerce & Contracting Corporate (WCC) Membership (Formerly the IACCM);

Accreditation enhances skill and knowledge as well as helping build our professional reputation. Members of professional bodies continue to have access to the most up-to-date information and best practice.

The Government Commercial Function (GCF) promotes the listed accreditations.

Staff are encouraged to retain their accreditations including MCIPS chartered status once qualified.

DgC have an annual training budget per head of staff (not individually allocated allowances). Individual training identified over the £800 allowance requires DgC COO approval.

Please use the following link to access Defra group Commercial Professional Accreditation and Continued Professional Development guidance.

Contract Management Capability Programme (CMCP)

 3 levels of Contract Management training: Foundation (free of charge), Practitioner, Expert

 Part of the Cabinet Office Contract Management Capability Programme (CMCP)

 Managed for DgC by the SRMCM Team: DgC Contract Management Centre of Excellence

 All staff in DgC are expected to complete the Foundation level training.

 Progression to Practitioner and Expert dependant on job role

 Additional information can be obtained here: CMCP

CIPS

 All DgC staff who work in a category management commercial roles are expected to be working towards MCIPS unless agreed with Senior Line Management that your experience and/or tenure in a commercial role is sufficient for your current role.

 Existing members of staff looking to progress their accreditation status or professional training are required to agree this with their line manager as part of their Annual Professional Development Plan.

 DgC reimburse professional memberships for CIPS or WCCM. This provides staff with access to valuable resources and retains accredited status when professionally qualified.

 All staff are encouraged to make the most of their membership

 The DgC preferred route is Self-Study however different routes are available. DgC Staff that have completed the Chartered and Fellow membership grades are available to provide peer support to colleagues working towards MCIPS.

 Guidance for line managers and staff to work through to determine the most appropriate CIPS study route can be found in Appendix 4 here: link

Routes to CIPS

• The Self-Study approach is the DgC preferred route.

• Agree the most appropriate modules to support your commercial role in Defra with your line manager.

• Exam based, up to MCIPS status.

• Comprehensive approach, provides access to text-books and on-line learning.

• Modules can be accessed in a flexible way.

• Level 4 – Diploma in Procurement & Supply

• Level 5 - Advanced Diploma in Procurement & Supply

• Level 6 – Professional Diploma in Procurement & Supply

• MCIP Chartered Professional

• Time off for training, study and exams

• Proven, efficient way towards qualification.

Government Commercial Organistion (GCO)

 All GCO members of staff (grade 7 and above) are required to follow the GCO Professional Development policy.

 The GCO are piloting a CIPS pathway for professionals and at present this is the preferred route for GCO staff to obtain MCIPS qualification.

 The link to the GCP Pathway to MCIPS Chartered status can be found here.

Government Commercial College (GCC) for SEOs

Pathway for SEOs:

• Part of the Government Commercial Function (GCF), the GCC has a page designed specifically to support the development of commercial SEOs..

• All commercial SEOs are recommended to review and engage with the resources. The focus is:

• Strengthen the commercial talent pipeline for commercial SEOs.

• Provide opportunities for commercial SEOs to develop and drive their careers, whether that is through preparing for promotion or gaining breadth and depth at the current level.

• Meet development needs wherever the commercial SEO is in their development journey.

• Encourage commercial SEOs and their Line Managers to work together to identify the most appropriate tools to support professional development and enrichment.

• The page includes the commercial standards expected for both Associate Commercial Lead (SEO) and Commercial Lead (G7) levels, a ‘skills gap’ tool, and information on the ADC, core learning and development products and mentoring opportunities available.

• Please use the following link to register with the GCC and access the Commercial SEO Offer & Events page.

Recording your Training

• Please record your learning. List formal and informal learning and development over the course of a year.

• SharePoint can be used to upload training activity using simple drop-down options which will help keep track of your mandatory and optional training.

• Training logs can be used in mid-year and end of year conversations as part of your ongoing development discussions.

• Individual training logs will not be accessible to other DgC members and will be used for collated reports shared with the SMT/Delivery Board.

• All DgC staff are expected to undertake a minimum of 30 hours learning and development each year. This includes all training – formal, informal, mentoring and coaching.

• Training log results be reviewed on 31st January 2024 to measure collective progress. End of year results will be collated from 31st March 2024. Please ensure logs are updated accordingly.

Recording your training – GCO CPD Log

As part of your professional learning journey you are required to record your learning in the GCO’s Continuous Professional Development (CPD) log.

The process for recording your learning is as follows:

 You will need to complete a record with your CPD activities every year.

 You will be asked to email a self-certified statement every year (by 31 March of any given year) to confirm how many hours of CPD you have completed in that year. This will need to be emailed to commercialcpd@cabinetoffice.gov.uk.

 At the end of your accreditation period, you must email your full record to the same email address. Failure to do so could result in any bonuses not being paid, see continuing professional development policy

For reference: GCO’s CPD template

Learning on the Job

Learning on the Job

 70% of learning is done informally and is done “on the job”.

 Workplace learning is supplemented and enhanced by online learning.

 Learning from working with colleagues and line managers is how most of us learn most of the time and this is most usefully done face to face.

 Can be tailored to the preferred individual learning style and at your own pace

 Vital for staff at the start of their careers with DgC.

 Learning from more experienced colleagues is key to most of our growth and self confidence in our jobs.

Learning on the Job

Learn from your line manager and by asking questions in your team, and from your colleagues showing you how things work...

Ask to work in another team to gain a breadth of experience across Commercial Participate in

What can I do to learn more whilst on the job?

Tackle something you haven’t before

Work on a project outside your immediate team

Learning from Others

Learning from Others

A great way of learning is through each other. We can learn things we never knew, better ways of doing things, or differences of perspective. Take the opportunity to learn from your peers.

Coaching and Mentoring

Develop your career from working with a coach or a mentor or from being a coach mentor. This can be within or outside of DgC.

Job Shadowing

A way to understand the wider organisation, widen your network, learn from experienced colleagues, can be flexed around workload, using both hands on and observing approaches.

Watch Senior Managers

Attend a meeting of SMT or Category Management Board as an observer.

Professional Development

Webex

We host professional development webex or training to help with a particular aspect of work such as Holding an End of Year Conversation. We will be doing more of these. There are opportunities for you to deliver these and allow others to learn from your work.

Peer to Peer

Take time to learn from your colleagues, or to help them with things that you are good at. This can range from using systems, running parts of a procurement process to supplier engagement.

Communities of Best Practice

Contact one of our expert groups who can help you develop your understanding of our commercial processes and activities.

Learning from Others

 20% of our time is spent learning from others outside our immediate team.

 There are many different opportunities to learn from others, including coaching and mentoring.

 Taking on additional responsibilities or becoming part of a network or group can also help develop your experience and skills as well as raise your profile.

 The Senior Management Team welcome staff to come and observe them at their meetings. This is a good way to learn how senior decision makers manage and lead our function.

Coaching and Mentoring

 DgC are keen to encourage more staff to use a coach or mentor to help with their professional development.

 A coach is different from a mentor. A coach is likely to focus on helping you with your overall performance whilst a mentor is often a more experienced member of staff who can advise on your career progression.

 Defra offers access to professionally qualified coaches and mentors free of charge.

 For more information about coaching and mentoring go to the Intranet, HR Pages and look for learning and career.

 You can search for a Defra Coach at Coaching (sharepoint.com) and for a Defra Mentor at Mentoring (sharepoint.com)

Mentoring in DgC

 Mentoring is a recognised learning technique where the mentor provides support to a mentee by offering information, advice and assistance in a way that empowers the mentee.

 We now have 25 Mentors from a range of DgC Teams, grades and backgrounds who can support you with your development goals.

 Visit the SPOL Folder for profiles of the DgC Mentors. Alternatively, please contact Ed Butler, Jodie Griffiths, David Stack, Sam Taylor or Tim Lowe.

 If you would like a mentor, please sign up using the e-form.

Contract Management Masterclasses in 2024/25

All Free of Charge

The Supplier Relationship Management and Contract Management Team (SRMCM) run monthly masterclasses on key topics on contract management. These are regularly advertised via DgC Central communications channels.

Title The Basics of Contract Management

A Contact Managers Journey: Why do we need Supplier Meetings?

Financial and Budget Management

Contract Handovers

Contract Change Notices

The SRMCM team will share information on the upcoming masterclasses throughout the year via the Community of Best Practice and the fortnightly e-bulletin.

Formal Training

Everyone who works for Defra needs to undertake some training - it’s

mandatory.

 Several courses are mandated by Defra. These count towards our annual 30 hours of CPD.

 Most of this training is to be completed each year.

 Access is via Civil Service Learning platform on the intranet. Staff are required to register to gain access.

 Please ensure that these courses are completed by 31st March 2024.

 See over page for the list.

Mandatory Civil Service Training

All free of charge

All staff need to complete the following training - the majority of which is on Civil Service

Learning:

 Security and Data Protection (to be completed annually).

 Health and Safety – including a manager module (to be completed annually).

 Counter fraud, bribery and corruption all staff: this is relevant to non-managers only (to be completed annually).

 Counter fraud, bribery and corruption managers: this is relevant to all managers (to be completed annually).

 Inclusion in the Civil Service (to be completed annually).

 Social Value (via Government Commercial College - to be completed annually).

 Modern Slavery (via Government Commercial College)

 Contract Management Foundation (via Government Commercial College) (a one off).

Mandatory DgC Training (role dependent)

All Free of Charge

Title Description Who’s it for?

Category Management Training A five-step process representing best practice Category Management for purchasing practitioners

All DgC staff working in Category Management, Contract Management, SCAH, and some COO staff

Upcoming sessions to be confirmed. 6 x 0.5 days

Atamis Training Training on new e-commercial system

Ad-hoc Atamis training for significant changes to Atamis e.g.: Smart Sourcing

DgC & Government Policy and process improvements

Task specific training relating to PPNs / Playbook / Continuous Improvements

All DgC Staff Training must be completed before access to Atamis granted. 2 – 4 days depending on role

All DgC staff and in some cases wider Defra group Contract Management community and key ALB representatives

Spread across the year with specific focus periods at end of April, July, October, and January to align with ‘grouped’ minor changes

Quarterly Knowledge drops 2 hours x 4

Specific Policy and Process training outside of general updates 2 hours x 4

A mix of:

Webinar for more complex requirements. Revised guidance material within OWOW for use prior to starting or during activity. DgC Newsletter Briefing Separate Briefing Note

Highly Recommended Training for Commercial staff

All Free of Charge

Title Description Who’s it for?

Government Policy and Best Practice

Revisions

Task specific training relating to major new PPNs and Playbooks, and/or Commercial Continuous Improvement Assurance Framework (CCIAF / GCOS)

All DgC staff and in some cases wider Defra group Contract Management community and key ALB representatives

Spread across the year with specific focus periods at end of April, July, October, and January to align with ‘grouped’ minor changes

As released by Cabinet Office –depending on the changes implemented it tends to be a mix of:

- 2 or 3 hours

Online Webinars

- 2 or 3 hours personal reading of guidance documentation

Online Webinars Published Guidance Cabinet Office

Highly Recommended Training for Commercial Staff

 There are a over 70 of training options available in addition to Civil Service learning via Government Commercial College. Their L&D Catalogue has all their courses which include a number of playbooks. Log in to the site (govcommercialcollege.co.uk).

 Please note that a number are only available to Government Commercial Organisation accredited staff –please check eligibility.

GCO Bespoke

Programmes

GCO Programme for Accredited Senior Commercial Professional (Accredited ACS+)

GCO Programme for Accredited Commercial Lead GCO Development Programme for Senior Commercial Professional ACS+ (working towards accreditation)

Programme for Accredited Commercial Lead (Accredited CL)

Development Programme for Commercial Lead CL (working towards accreditation)

Masterclasses

Commercial Training for Non-Commercial Staff

training below is designed on key commercial principles for non-commercial staff to enhance commercial understanding. Available via Civil Service Learning.

out how the best value-for-money results occur when finance and commercial professionals work closely together. Link

Leadership Training: The Discovery Programme

 For colleagues who want to develop their Management and Leadership Capability.

 Unique to DgC and has been designed around a Training Needs Analysis, which highlighted the gaps in our current management and leadership capability.

 Actively supported by the Senior Management Team, fully funded and open for all staff to apply.

 Ideal for colleagues who are ready for their next move within DgC, but the learnings from the programme will stay with you throughout your career.

What is included in the Programme?

 Consists of five modules including Leadership Style, Coaching, Influencing, Negotiation, Having Difficult Conversations, delivered face to face in teams.

 In addition to this, two Coaching sessions of 1-2-1 coaching support will help embed your learning.

 The programme is funded by DgC and attracts 40 hours of CPD credits. For further information please contact Tracy.Walters@defra.gov.uk

Further cohort’s will be announced via DgC’s fortnightly e-bulletin.

Defra Group Learning Hub / Leadership Management Digest

The Defra Group Learning Hub provides courses and free resources for everyone in the Defra group.

Branch 3 includes access to the Leadership and Management Digest, a monthly learning tool for leaders and managers in Core Defra.

It provides an overview of the latest leadership and management topics, trends, best practices, and resources to help leaders and managers develop their skills, knowledge, and capabilities.

The Digest is designed to be an easy-to-digest and engaging resource, with the latest information, ideas, and insights on how to lead and manage effectively.

New training in 2024/25

 New courses are coming on-line regularly.

 We will publicise new courses from the Government Commercial College as we hear about them in the fortnightly e-bulletin.

 Don’t forget to check out Civil Services Learning for changes to their course menu too.

 Training relating to the procurement reforms is expected to commence in March 2024 details will be confirmed as soon as they are known. (see slide 28)